Senior Recruiter / Senior Talent Partner

About this role

General Information
Role Title: Senior Recruiter / Senior Talent Partner
Location: Bengaluru, Karnataka (Onsite / Hybrid)
Job Type: Full-Time
Reports To: Talent Acquisition Lead
Number of Open Roles: 2

Role 1
Shift Timings: 2:00 PM – 11:00 PM IST
Role 2
Shift Timings: Candidates should be comfortable working in the US/Canada Eastern Time Zone:
Initial Training: 4:30 PM – 1:30 AM IST
Post-Training: 5:30 PM – 2:30 AM IST
Working Days: Monday to Friday (fixed weekends off – Saturday and Sunday)

About Fulfillment IQ (FIQ):
Fulfillment IQ is a supply chain engineering and transformation company that helps brands, retailers, and 3PLs design, build, and scale high-performance logistics operations.
We work at the intersection of strategy, operations, and technology where we solve complex, real-world problems across warehouse design, automation, order management, transportation, and end-to-end supply chain execution.
Our teams combine deep domain expertise with strong technical capability, delivering outcomes through consulting, systems implementation, and proprietary platforms that accelerate time-to-value and reduce delivery risk.

Role Overview:
The Senior Recruiter / Senior Talent Partner is responsible for delivering complex, high-impact hiring while elevating the overall effectiveness of Fulfillment IQ’s recruiting function.
This role goes beyond filling roles. Senior Recruiters are expected to own hard-to-fill, specialist, or senior hires, improve hiring quality, speed, and decision discipline, and surface data-backed insights that help the Talent Acquisition Lead optimize strategy, process, and capacity.
This is a senior individual contributor role with significant influence, broad stakeholder exposure, and a clear path toward talent acquisition leadership.

Mandate:
Deliver successful outcomes on complex and high-priority roles
Improve recruiting quality, consistency, and decision-making
Act as a trusted hiring partner to senior stakeholders
Use data and market insight to strengthen hiring strategy and execution

Must Have:
7–10 years of full-cycle recruiting experience in consulting, technology, or services-led environments
Demonstrated success hiring for complex, niche, or senior roles
Strong sourcing, assessment, and closing capability
Proven ability to influence hiring managers and guide decisions
Comfort working across regions, time zones, and seniority levels

Market & Domain Expertise:
We are looking for an experienced recruiter with strong exposure to both the US and Canada markets.

The ideal candidate should have:
Hands-on experience hiring across North America
Strong understanding of US employment structures and tax terms (W2, C2C, 1099)
Working knowledge of work visa processes and compliance
Familiarity with cross-border hiring dynamics and talent availability

Nice to Have:
Experience hiring in supply chain, logistics, or enterprise technology domains
Exposure to workforce planning or recruiting analytics
Experience coaching or mentoring recruiters

Key Responsibilities:

Complex & High-Impact Hiring
Own full-cycle recruiting for senior, niche, or hard-to-fill roles
Lead intake sessions to define success profiles, competencies, and evaluation criteria
Influence role scoping, leveling, and success metrics during intake based on market realities
Open and post new job requisitions assigned to you across various hiring platforms and job boards
Design sourcing strategies that balance speed, quality, and long-term pipeline health

Assessment & Decision Quality
Conduct structured interviews and guide hiring teams on consistent evaluation
Facilitate debriefs and drive clear, timely hiring decisions
Identify and resolve misalignment, bias, or indecision in the interview process

Stakeholder Partnership
Act as a trusted partner to senior hiring managers and functional leaders
Advise on market realities, trade-offs, and hiring feasibility
Escalate risks, delays, or systemic issues to the TA Lead with proposed solutions
Format Resumes for client‑specific requirements and coordinate with hiring managers to schedule client interview rounds (for client staff augmentation only)

Process & Performance Improvement

Analyze funnel performance, stage conversion, and candidate drop-off
Identify patterns impacting quality, speed, or candidate experience
Partner with the TA Lead to test and implement process improvements

Team Enablement
Coach and support Recruiters through informal mentorship and calibration
Share best practices in sourcing, interviewing, and closing
Contribute to hiring playbooks, interview guides, and role templates

Vendor Partnership & Vendor Management:
Act as the primary SPOC for external vendors, ensuring alignment on role requirements, hiring timelines, and evaluation criteria
Share job specifications and coordinate resume submissions, interview scheduling, and candidate progress across stages
Partner with hiring managers, the Talent Intelligence team, and external recruiters to secure offers from successful candidates

What Success Looks Like in the First 90 Days:
30 Days In

Build a deep understanding of Fulfillment IQ’s business, roles, and hiring priorities
Take ownership of assigned complex or priority roles
Establish trust with hiring managers and the TA team

60 Days In

Demonstrate consistent progress and momentum on complex hires
Improve interview quality and decision speed on assigned roles
Begin surfacing funnel insights and improvement opportunities

90 Days In

Successfully close multiple high-impact or difficult roles
Contribute measurable improvements to hiring efficiency or quality
Be recognized as a trusted advisor by hiring leaders and TA leadership

Key Performance Indicators (KPIs):
Closure rate on complex or priority roles
Time-to-hire and stage aging on assigned requisitions
Time-to-fill on assigned requisitions
Interview-to-offer and offer acceptance rates
Hiring manager satisfaction
Contribution to funnel and process improvements
Probation Pass…